Labor Management
Goals
Employee Satisfaction/Engagement Level with the Organization
No labor disputes
Performance Highlights
Our Commitment
AP Thailand places great importance on fair, transparent, and equal labor management by adhering to principles of diversity, inclusion, and equality for all employees. The company supports an organizational culture that respects the value and capability of personnel at all levels.
This is accomplished without discrimination based on gender, age, race, religion, or physical ability, to create a work environment that promotes employee well-being. The company focuses on developing comprehensive welfare covering both physical and mental health, such as health insurance, mental health counseling, and measures supporting work-life balance, including benefits that help improve the quality of life for employees and their families.
Through this approach, AP Thailand is committed to creating a people-centered organization, sustainably developing employee capabilities, and promoting the well-being of all employees to create value for the company, society, and the real estate industry in Thailand.
Supporting the SDGs Goals
Stakeholders Directly Impacted
Challenges and Opportunities
Thailand's real estate industry is facing intensifying competition to attract and retain talented personnel amid changing labor market conditions and demands from new generations of workers who prioritize quality of life, organizational culture, and career development opportunities. Additionally, trends toward hybrid work and digital technology adoption have transformed traditional work patterns, requiring the company to adapt flexible work structures and support lifelong learning for employees. Furthermore, technological advances such as artificial intelligence (AI) and automation systems are affecting labor roles in the real estate industry, causing previously in-demand skills to change rapidly. The company must prioritize developing future skills such as data analysis, digital management, and customer-centric work approaches.
However, global trends focusing on sustainability and human capital development provide opportunities for AP Thailand to differentiate itself through fairness, transparency, and valuing employees. The Company can attract new generations of personnel who prioritize sustainability and social responsibility, while building an organizational culture that promotes continuous development to enhance long-term competitiveness.
Management Approach and Value Creation
AP Thailand places great importance on employee care through comprehensive welfare provision and building trust between the organization and personnel. The company is committed to developing labor management approaches that help all employees achieve a better quality of life.
This is accomplished by implementing fair compensation, career growth opportunities, and work-life balance. The company carries out training programs and employee development through diverse skill training, enhancing work capabilities, and cultivating an Outward Mindset and Design Thinking work culture, which helps employees develop open-minded thinking and work effectively with others.
Additionally, the company emphasizes employee communication and participation processes through annual employee satisfaction and engagement surveys, including improving welfare and benefits to match the needs of employees across different age groups and career paths. The company uses insights from surveys to develop an effective employee care approach, particularly in health and well-being.
Employee Diversity
The company emphasizes creating an organizational culture that respects and promotes employee diversity across all dimensions, including gender, age, experience, gender identity, race, and social background, with the goal of enabling everyone to work to their full potential in a safe, equal environment that provides genuine opportunities for participation.
The company has developed non-discriminatory policies and practices throughout all human resource management processes, from recruitment, selection, performance evaluation, to career development, to ensure all employee groups receive fair treatment, have the right to career growth, and feel accepted for their individual differences.
In 2024, the company has implemented tangible projects and measures to support diversity, such as:
- Continuously promoting women in management positions at various levels
- Hiring cross-generational personnel to create shared learning between new generations and experienced individuals
- Creating a friendly environment for LGBTQ+ employees by promoting a non-judgmental and open organizational culture
- Promoting understanding of DEI (Diversity, Equity, Inclusion) through training for leaders and employees at all levels
In addition, there is ongoing diversity awareness training, particularly through the Outward Mindset and Design Thinking courses, which help build organizational culture and enhance skills in recognizing the value of others, teamwork, and creative problem-solving within the context of diversity of thought and experience.
Promoting Employment for Special Needs Individuals and People with Disabilities
The company prioritizes building a society of opportunity, with a commitment to promoting inclusive and fair employment for everyone, including special needs individuals and people with disabilities, in order to support equality in employment opportunities and sustainably improve quality of life.
The company has continuously implemented a policy for employing people with disabilities since 2019 through participation in the social employment promotion program for people with disabilities through service contracting for disabled individuals or caregivers of disabled persons under Article 35, with the aim of enabling people with disabilities to have careers, income, and live in society with dignity.
In 2024, the company continued to advance this policy consistently, emphasizing the principle of "selecting the right person for the job" to enable people with disabilities to fully utilize their abilities in suitable positions and receive support in terms of the environment and equipment conducive to their work performance. This also includes focusing on creating convenient, safe, and accessible workspaces for people with disabilities, such as ramps, restrooms, and other facilities.
Based on 2024 performance, the company has a total of
or workers with disabilities.
The company remains committed to expanding employment opportunities to cover other groups of people with disabilities in the future, in order to build a company with true social diversity.
Employee Welfare and Well-being
The company believes that employees are the organization's most valuable asset, and caring for employees' lives and well-being in all dimensions is a crucial foundation for sustainability. Therefore, the company is committed to creating a work environment that promotes good quality of life in terms of physical health, mental health, financial well-being, and family life, based on the vision of “Empower Living.”
- Group health insurance and accident insurance for employees at all levels
- Comprehensive health coverage including annual health check-ups
- Activities to enhance mental and physical health such as the mental wellness workshop program "AP Heal Jai" and fitness promotion activities "AP Fitgether"
In 2024, the company continuously organized health promotion activities and health activities in collaboration with leading hospitals to foster organizational relationships and build positive energy in the workplace.
- Parental Leave for both male and female employees
- Special leave in case of family emergencies, such as maternity leave, leave to care for sick relatives
- Annual Leave based on length of service
- Sick Leave and Personal Leave to care for health and family without affecting income
- Traditional and religious holidays according to the company’s policy
- Provident Fund for savings and retirement security
- Special housing loan benefits in partnership with leading financial institutions, helping employees have the opportunity to become homeowners at special rates
- Special assistance funds such as excess medical treatment costs, funeral assistance, and emergency assistance in case of disasters
Employee Performance Management
AP Thailand prioritizes fair, transparent employee performance management that can reflect the true capability of all employees. This is implemented equally for both permanent employees and contract employees, with goal setting in collaboration with supervisors from the beginning of the year and continuous goal review throughout the year to ensure that evaluations are consistent with the organizational context and changes.
Using the Key Performance Indicators (KPI) system criteria as follows: Organizational-level performance indicators (Shared KPI): Organizational-level results that all employees share together using COP (Coefficient of Performance) that the company uses to evaluate performance against the overall organizational goals set from the beginning of the year. The evaluation is divided into 2 dimensions:
- Functional-level performance indicators (HARD SIDE: Functional KPI): Overall goals of the department or division
- Behavioral indicators that lead to results (Soft Side): Measures leadership and expected behaviors
The company will primarily consider knowledge and abilities based on the expected behaviors for each job level, with standardized criteria for performance evaluation, growth opportunities, and compensation determination throughout the organization to reflect equality and prevent discrimination. The company also promotes regular open discussions between supervisors and employees, which enables real-time guidance, such as “AP nexterday Talk” or “sharing circles.” Employees can receive information promptly, gain confidence, align with goals in the same direction, improve their work performance, and receive continuous encouragement for self-development.
This includes conducting opinion surveys through the AP Employee Satisfaction Survey questionnaire, which in 2024 found that the employee engagement score was at 74%, indicating a work atmosphere conducive to creativity and sustainable development.
Furthermore, the company has received external recognition as an employer that new generation employees want to work with, through various awards such as being ranked “7th Most Desired Company to Work For” from QGEN's survey and being in the TOP 5 companies for “Great Benefits that New Generation Wants to Work With” from JOBBKK. This reinforces AP’s image as an organization that values employees in all dimensions, including compensation, career growth, and work-friendly organizational culture.
Creating an Environment that Promotes Advancement and Good Quality of Life
AP Thailand firmly believes that investing in human capital is a crucial foundation for the organization's competitiveness and sustainable growth. The company therefore emphasizes comprehensive development in all dimensions of career advancement, welfare, and quality of life for all employees.
The company established “AP Academy,” which is Thailand’s first comprehensive real estate learning institute, offering development courses in both hard skills and soft skills such as Design Thinking, Outward Mindset, Situational Leadership, as well as specialized courses in engineering, sales, construction management, and real estate management.
The investment in employees has reflected back as business results, with company revenue at 38,432 million baht and the 2024 Engagement Survey evaluation results remaining at a good level of 74%.
The company prioritizes designing human resource policies in compliance with the law, while organizing activities to promote health, participation, and comprehensive quality of life, such as:
- Improving the work environment
- Creating activities that promote well-being and wellness
- Opening channels for employees to freely and safely express opinions or file complaints
The company promotes a work environment that respects human dignity, is free from discrimination, and provides equal opportunities for all employees to progress in their careers.
